hexaware-case-study-how-global-it-company-optimizes-recruitment

Hexaware is using iMocha’s talent analytics to optimize recruitment across their global offices

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Hexaware at a glance

Hexaware is a fast-growing and automation-led next-generation provider with a deep-rooted legacy of delivering excellence in IT, BPO, and consulting services and a rapidly expanding international footprint. This superior performance is driven by a combination of superior strategy, the best teams in the world, and a culture passionate about innovation and automation.

Headquarters: Navi Mumbai, Maharashtra

Global Presence: 33 locations

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Employees:

10,000+

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Established:

1990

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Industry:

Information Technology and Services

iMocha products used:

Comprehensive Skills Library

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ATS Integration

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the challenges
Being in expansion mode, Hexaware was planning to hire some 800 people in one department for Quarter one; that’s the scale Hexaware operates in. With such a huge number to fill in, many of their hires were based on gut feelings and a bit of bias.
The challenge
  • Lack of a standardized and efficient Pre-screening assessment process
  • Skill quantification in the hiring process
  • Need for an automated and scalable solution

Lack of a standardized pre-screening assessment process:

The problem faced by Hexaware was a common one. Hexaware did not have a standardized pre-screening assessment process. They tried many methods to determine the best candidates among the many that applied.

Skill quantification in the hiring process:

Recruiters and Hiring Managers conducted many interviews to reach suitable candidates. A major chunk of their time was wasted on irrelevant candidates. On certain occasions, the candidates had airtight resumes and were impressive in the interviews but lacked the required skill when hired. Every hire costs the company a lot of time, effort, and money. Without skill quantification, it was like shooting arrows in the dark!

Need of an automated and scalable solution:

Hexaware has multi-dimensional hiring. They have bulk drives/walk-ins, account-level hiring (internal hiring for different projects), and domain skills hiring (based on particular domain expertise). Their recruitment teams and Hiring Managers were facing the enormous challenge of hiring job-fit candidates within an acceptable time frame.

Getting the process automated:

Recognizing these problems, the Hexaware team worked with iMocha to create a solution that could, in their words, “plug the loopholes and create a data-driven process.” The process started with our Customer Success team onboarding their recruiters and hiring managers, helping them create assessments that validated candidates’ skills. The first impact was a recruitment process fueled by data and eliminated human bias.

Creating effective assessments:

Hexaware created pre-employment assessments for various job roles and levels. iMocha’s SMEs (Subject Matter Experts) developed tests for Hexaware like Azure, Java, PHP, DevOps, Testing, PMBOK, BABOK, Machine learning, and every other skill required in the company across various job roles. Since the recruiters and hiring managers were actively involved in the test creation, they could choose the skills to be assessed.

Seamless rollout:

We teamed up with Hexaware to help them roll out this recruitment process. Multiple departments have incorporated this process, and iMocha’s platform can handle vast amounts of data effortlessly without glitches.

Data-backed decisions:

Hexaware could identify the right consultants (employees) for their client projects. Many of their clients are from the Capital and Insurance sector and need resources that have a fair bit of knowledge in that domain. Hexaware conducted internal assessments and selected talented resources. 

Using the powerful in-built analytics, Hexaware could view candidate reports as they are completed in real-time and identify top performers. Moreover, they could share the results with their clients, who were assured of the competency level of the resources. Instead of following a trial-and-error recruitment method, Hexaware has a definite way to validate candidate skills and match the right person with the proper job role.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

Hexaware has been using iMocha worldwide as its assessment partner. They have seen a marked increase in the number of quality candidates that reach the interview phase in almost half the time it used to take them earlier. Since the adaption of the iMocha solution, they have assessed close to 50,000 candidates for various job roles.

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